Top Career Trends that Will Matter Most in 2024

The nature of work has been in a state of constant flux over the past decades. Automation, digital platforms, applicant tracking software, and other technological innovations are changing jobs and businesses alike. The use of digital tools has also increased because of social distancing protocols brought about by the pandemic. The pandemic may also change the projections about which careers are suitable as we move forward. Understanding the implications coupled with the long-term trends can help employees and employers move forward.

We’ve gathered these essential career trends with the hope of helping you see how things are more clearly in the world of work. This way, you can make better, more informed decisions for your career or for the career directions of your employees.

COVID-19’s Impact on Tomorrow’s Best Jobs

The United States is undergoing one of the most unprecedented moments in its long history of industrial development. Even way before the pandemic, it has one of the tightest labor markets ever and is experiencing a serious skills gap.

How tight? At present, more than 6.6 million jobs remain unfilled. Of course, the COVID-19 pandemic has its hand on how this came to be. In general, job openings increased in business and professional services with more than 296,000. However, job openings decreased in the local and state government.

In 2020, the unemployment rate has been up, especially with lockdowns and restrictions. In fact, in April 2020, the unemployment rate reached 14.2%, which is the highest in the last 20 years. This, however, mellowed out to 6.7% in December 2020.

Today, it hovers around 6.3%. 

The American labor market is seeing an intensifying digitalization across all industries. Even before the outbreak, digitalization is commonly associated with high salaries and work adaptability amidst massive automation programs. It relates to extremely irregular trends for wages and job growth. Also, with the rise of remote working and alternative workforces, the digitalization trend has gained more speed. And, thanks to the COVID-19 pandemic, it did not only become an aspiration but a survival mechanism.

In fact, alternative labor is not limited to IT (33%) anymore. Other business functions are warming up to alternative work. This includes HR (11%), Operations (25%), Customer Service (17%), R&D (15%), and Marketing (15%).

A major implication for this is that the acquisition of digital skills is becoming more and more requisite for career advancement. The same goes for soft skills, especially in crisis and change management.

1. Technology Skills Now Required in Every Job

Over the past decades, technological advancements had transformed the very fabric of work and the global economy as a whole. The diffusion of digital technologies continues to permeate nearly all businesses and working individuals.

In the US alone, the use of digital tools has increased in 517 out of 545 jobs since 2002. This group of 545 jobs represents 90% of the entire US economy.

Most of these involved significant changes in a broad range of lower-skilled jobs. Security guards, construction laborers, and the like are now required to know some computer apps to perform their jobs.

Of course, not everybody should learn how to code or use AI. However, virtually almost everyone needs to know MS Word.

Moreover, they need to be able to log into a company’s employee monitoring platform.

What do employers look for in 2025?

From finance managers to executive assistants to utility workers, everyone spends most of their workdays using tools that need digital skills. The more digital a work position is, on balance the better it provides. Higher job digitalization also reduces overall job displacement.

Even the smallest firms nowadays are now driven by data, especially those in the gig economy. Now is a good time to learn skills like light coding and data analytics. Job responsibilities that require these skills are gradually increasing.

In the grand scheme of things, companies are increasingly valuing skills over experience. Top global companies like Google, Facebook, and Apple had shifted looking at college degrees and began focusing on the skills that a potential new hire may bring.

What are the most in-demand hard skills of 2025?

There are now around 50,000 professional skills across the world. For 2019, the most in-demand hard skills were cloud computing, AI, analytical reasoning, people management, and UX design. The same had been for 2020, especially when intelligence and data processing had been important in fighting the virus.

In fact, many professionals and academics have contributed by creating computer-based models of the pandemic. This, they hope, can help inform and direct public policy through a better understanding of the virus and its consequences.

Digital skills like cloud computing and artificial intelligence are very in-demand nowadays. These two are expected to top the list as most businesses are shifting to the cloud due to the vast benefits it brings. The business use of AI, likewise, is accelerating.

The entry of people management, UX design, and analytical reasoning among the most in-demand skills offers many implications. On the one hand, this indicates that businesses are recognizing the critical value of embracing modern technologies. This includes the significant use of applications like efficient learning management platforms for employee training purposes.

On the other hand, it also suggests that people are acknowledging things that some things are best done by people. These include adapting quickly to new problems or priorities, engaging in out-of-the-box thinking, and connecting with other people. Thus, soft skills are valued quite highly in today’s market.

In fact, the soft skills being valued include leadership and good communication skills in the time of crisis. And, the top reasons for companies not finding the right talents are market competition (43%), missing soft skills (36%), and missing technical skills (35%).

It is good to note though that pre-pandemic digital transformation levels are still higher than post-outbreak levels. But, across various sectors, spending is still poised for strong growth despite being a bit compromised.

2. Unemployment Rate Is Rising

For the past 40 years, the US unemployment rate falls to its lowest last July 2019, at 3.7%. Since 2010, unemployment had been falling continuously. Things were looking up.

However, since the COVID-19 pandemic hit, the number had risen. Even though the unemployment rate dropped at the start of 2021, it is still above the pre-pandemic levels in February of 2020.

We expect that this will continue to be above pre-pandemic levels until coronavirus dangers and fears are ultimately dealt with. This has a lot of consequences for both workers and employers alike.

What does high unemployment mean to employers?

In the pre-pandemic normal, this implies that most of the jobs are fulfilled by qualified workers. However, in the post-outbreak context, it is more nuanced. High unemployment may not mean that jobs are not being generated. In fact, as mentioned, there were about 6.6 million jobs left unfulfilled. This is at the rate of 4.5%.

In December 2020, the total number of job openings was north of 6.6  million. In the private sphere, a high number of job openings can be found in the trade, transport, and utilities (1.18 million); professional and business services (1.22 million); educational and health services (1.28 million); and health care and social assistance (1.18 million).

This shows that in these industries (and others not mentioned), productivity will be quite low. Fewer workers are manning stations and posts. Employers, then, that need more qualified workers may be forced to provide more attractive offers in the coming months, and possibly years, in order to be competitive.

This is why many advocate enhancing the employee experience using digital tools for recruitment and retention. This includes sophisticated platforms and techniques like people analytics.

Most Popular Applicant Tracking Software

1. ClearCompany. This talent acquisition and applicant tracking platform sports features like branded career sites, background checks, video interviews, talent pool, and recruitment analytics. Learn why top businesses consider this as their go-to applicant tracking tool here in our ClearCompany review.
2. UltiPro. UltiPro is a cloud-based talent management solution with robust features for learning management. Here, in our UltiPro review, you can read more about its other features that round its capabilities like succession management, career development, an events module, and even compensation management.
3. Freshteam. Freshteam mixes its applicant tracking module with other recruitment capabilities like employment referrals, archived talent pool, interview feedback, and recruitment CRM. Learn why this is a go-to platform for many high-performance businesses here in our Freshteam review.
4.  Recruiterbox. Make your hiring and onboarding process manageable using Recruiterbox’s applicant tracking features and HR processes support functions. See how features like applicant status tracking, team management, and its recruitment automation module can help you streamline your HR workflows here in our Recuiterbox review.
5. Sage People. This cloud-based HR platform has a talent management module with robust applicant tracking features. Learn how its features like performance management, selection criteria, and standardized assessment framework can help you optimize your hiring processes here in our Sage People review.

3. Mismatches in Jobs, Skills, and Locations

One of the biggest gaps today is the widening disconnect between the academe and industry. This is generating a host of problems for both employees and employers.

The primary factors that drive skills mismatches are low-quality education and systems. Other factors include newly created forms of work organization, new sources of job creation, rapid technological development, and demographic change.

There were gaps in technical skills between available jobs and the skills of applicants. These include soft skills like teamwork and communication as well as STEM subject degrees like physics and statistics.

Conversely, even those in work may not be realizing their potential. A global survey found that 37% of job seekers reported that their existing work underutilizes their skills.

Locational mismatchings geography also exist. In fact, several geography-based structural mismatches in many areas were found in the US. These places have high work demand but with low availability of qualified workers. The same case is happening in many places worldwide.

Adverse effects of these mismatches

Traditionally, education systems are expected to be at the forefront of change. But the past decades’ accelerated pace of technological innovations had left the educational sector far behind.

As a result, we have a job market teeming with college graduates but without in-demand skills. Consequently, many employers are reporting that they cannot hire enough employees who have the right skills.

Job-skills mismatch occurs due to many structural inconsistencies. But whatever the cause, these mismatch creates adverse effects on economic growth, competitiveness, workers’ productivity, and labor market outcomes.

4. Many Jobs Have High Automation Potential

The volume of jobs that can be completely automated with existing technology is below 5%. However, 30% of around half of all jobs today can be automated.

This indicates that major automation across all job types is something inevitable. And that workers have no other choice except to coexist with this technological change.

As technology advances and gain more sophisticated performance capacities that level with or surpass human capacities, automation adoption will further increase.

How will automation affect employment?

A number of jobs will contract, while other occupations will swell. The time apportioned for each job will also be affected. This is among the career trends for the next 10 years both employees and employers must focus on.

Many types of activities in industry sectors have the technical potential to be automated, but that potential varies significantly across activities. From managing others (9%) and applying expertise (18%) to predictable physical work (78%), automation will affect jobs in varying degrees.

To succeed in this environment, employers must address a number of challenges. These include solving internal mismatches, offering efficient staff onboarding, and providing key skills training.

Automation is a serious activity that requires important considerations. Employers should carefully study these things before automating:

• Technical feasibility
• Development and deployment costs
• Labor supply-and-demand dynamics
• Non-labor related benefits (e.g., higher output levels, lesser mistakes, etc.)
• Social and regulatory issues

5. Social Media Activity Remains a Hiring Factor

If you think your professional career and social media life aren’t related, think again. Employers today actually use social media profiles as part of the screening process.

Simply put, your social media activities could enhance or worsen your chances to get a job or succeed in your current employment. It’s better to always stay on the safe side by maintaining a professional profile.

A career survey found that during the hiring process, 70% of employers use social media for screening job candidates. Around 43% of businesses use social media to check on current employees, while 34% have reprimanded or fired an employee because of adverse social media posts. This is also becoming more popular in the entertainment industry with “celebrity cancellations”. 

Social media, like many people, is used by executives for a wide range of purposes. However, most of them are check social profiles to ensure that a potential hire will be a good fit for their organization.

How is social media used for hiring?

More and more employers are using social media for background checks on applicants and current employees. Unfortunately, they typically look for dirt more than positive things. 

You should anticipate employers to check your social media profiles. If you’re fond of doing careless things online, don’t expect any sane employer to hire you.

Yes, skilled workers are valuable in this market. But employers have no choice but to adhere to their responsibility to the organization. And one of these is to only include people whose values and personalities align with their mission and vision.

Don’t plan, however, to delete your profiles. This is because most employers think that one’s absence means something unscrupulous is being hidden from view.

With the number of social media users around 3.5 billion, it pays to think twice before you click. A seemingly innocent click might cause your career.

If you’re an employer, it’s best to make your social media usage be at optimal levels. You do so by using efficient social media management solutions.

6. Soft Skills Surpass Hard Skills in Importance

People study to earn degrees because college/university diplomas are crucial to starting careers. Educational systems had always focused on hard skills like science, math, and languages.

Soft skills like working in a team, punctuality, and communication had also been important. They’ve long considered only as secondary to hard skills. Such a status quo, however, is changing. Soft skills are becoming more vital nowadays.

What caused this change? Well, you guessed it right–automation, AI, and similar technologies are creating actual business cases that hard skills per se are no longer enough. On the other hand, soft skills make up for this void.

This is why 91 of talent professionals agree that soft skills will be crucial to recruiting and HR. As several hard skills are diminishing, many soft skills main relevant. One programming language can be outdated, but problem-solving and work ethic will always be important.

Creativity is crucial in this age of automation

If there’s one soft skill that’s very vital in today’s market environment, it’s the creativity to win sophisticated consumers and succeed over competitors. However, creativity is the most in-demand soft skill but is now in limited supply. 

Defined as the act of making new and innovative concepts into reality, creativity is one skill that can be applied to any job or function.

Creative individuals are capable of seeing things in new ways and finding unseen patterns. They’re also able to make connections between unrelated things and frame workable solutions to problems. In other words, these are capabilities that machines can’t easily duplicate.

Industry pundits predict that as automation continues to transform the business world, the demand for creativity will rise significantly by 2030. This prediction is true for most soft skills that even the most sophisticated AI can’t replicate.

7. Digitally-Enabled Independent Work Gains More Ground

Many people had long been working independently since the dawn of time. But in today’s world, independent work is quickly evolving due to the vast support it gets from digital technologies. Also, because of the blow of the pandemic, restrictions and protocols have forced and encouraged people to work remotely.

This fueled the rise of alternative work setups, remote working, and the gig economy.

During pre-pandemic times, around 162 million—or 20% to 30% of the working-age population—in the EU and the US are engaged in independent work. Slightly over half of these gig workers support their regular income sources. These individuals have conventional work or are still studying or already retired.

The majority (70%) of these gig workers had chosen to pursue this career. The remaining (30%) opted to work as such due to reasons like difficulty to find a job or to supplement their earnings. On the employers’ side, 45% had reported that they were having trouble filling positions. The alternative workforce is seen as their only viable option.

What’s fueling the growth of the gig economy?

New technologies like collaboration apps are among the factors that boost the gig economy. Benefits to employer-clients like cheaper overhead and limited liabilities also contribute to this trend.

Another reason is the fast growth of independent work done through digital freelance marketplaces like Fiverr and UpWork.

Keys to the continuous expansion of these “on-demand economy” are their ease of use, efficiency, and scale.Other factors that are expected to continue fuelling the growth of the gig economy include:

• The intensifying need among traditional workers for independence
• The considerable number of inactive and unemployed individuals who want to work
• The growing demand for independent services from both businesses and consumers.

8. Technology Creates New Jobs and Income Possibilities

The dawn of industrial automation had brought mostly negative impressions from workers. This is because they mostly view automation as a powerful excuse to replace people with robots.

That’s just but a normal reaction to this so-called impending “rise of the robots.”

The bigger, more discerning picture says otherwise: while technologies replace several positions, they’re actually generating new jobs that were previously unthinkable. Technology, in fact, is also helping to create new ways to earn money.

Over the past 25 years, around 30% of new jobs created in the US were those that were almost non-existent or totally didn’t exist. These new jobs that technology had given mankind include IT systems management, app creation, hardware manufacturing, and IT development.

How technology creates new jobs?

New jobs will emerge because dynamic entrepreneurs continue finding ways to optimize the power of technology. In fact, the net effect of new technologies on jobs can be substantially positive.

When technology deletes some jobs, they will also create new ones elsewhere.

For instance, for the past 15 years, the Internet had erased around 500,000 jobs in France. But in the same period, the Internet had generated 1.2 million new jobs! That’s a net creation of 2.4 new jobs for each one wiped out.

The expanding use of big data in business will push the need for more data analysts and statisticians. In the US, this will mean a shortage of around 250,000 data scientists.

9. More Boomers Are Retiring

As of July 2019, Millennials have outnumbered Baby Boomers. And, in the job market, Millennials will eventually take over. However, it seems that this will happen sooner than we previously expected. In the past nine years, the annual increase for retired boomers has never broken the +2.5 million recorded in 2015. And, in 2019, the Boomer annual increase in retirement was at the lowest during the period.

However, in 2020, there was a +3.2 million increase over the 25.4 million Boomer retirees during Q3 of 2019.

There are several significant factors that have likely contributed to this increase. The recession caused by the COVID-19 pandemic is the first suspect. This is reflected by the data associated with retirement age by educational attainment.

The percentage of retirement by Boomers that had not graduated high school increased by two percentage points. The same goes for high school graduates. Only a one percentage point increase was recorded for those who have bachelor’s degrees or higher. There was no percentage increase for Boomers that have some college education. The data was recorded from February to September 2020.

This, plus the evolution of jobs, is likely to increase the rate at which Boomers retire. As digital skills are increasingly needed in dynamic business landscapes, new job roles are coming about. New expertise is needed and younger generations possess these skills. Companies are likely to hire younger professionals, even those without formal education but who demonstrate high aptitude.

10. Remote Work Trends Affecting Job Market Dynamics

Remote work has significantly transformed job market dynamics, influencing hiring practices and employee expectations across industries.

• Increased Job Opportunities: The shift to remote work has expanded job opportunities beyond geographical boundaries. Employers can now tap into a global talent pool, allowing them to hire skilled professionals regardless of location. This trend mainly benefits candidates living in areas with fewer local opportunities.
• Shift in Skill Requirements: As companies adapt to remote work, there is a growing demand for specific technical skills, such as proficiency in collaboration tools, project management software, and cybersecurity practices. Candidates who demonstrate adaptability to new technologies are increasingly attractive to employers.
• Changes in Work-Life Balance Expectations: Remote work has altered employee expectations regarding work-life balance. Many employees now prioritize flexibility in their schedules and the ability to work from home, leading companies to reassess their policies to attract and retain talent.
• Increased Focus on Employee Well-Being: With remote work becoming the norm, organizations emphasize employee well-being more. This includes mental health support, wellness programs, and virtual team-building activities, recognizing that remote workers can feel isolated without traditional office interactions.
• Competitive Hiring Practices: As more companies offer remote positions, competition for top talent has intensified. Employers may need to enhance their benefits packages, salary offerings, and company culture to attract and retain skilled professionals in a remote work environment.

How can these career trends help you?

For employees, these career trends clearly indicate several key considerations to take note of. For employers, these trends offer a number of critical challenges to address.

• The rising need for technology skills should push employees to regularly upgrade their technological know-how.
• Businesses should start initiatives to help solve current job mismatches.
• Businesses should embrace automation with enthusiasm and caution to optimize its effects.
• Businesses should protect their employees’ financial security and well-being.
• Employees–and everybody else, for good measure–should always maintain a professional, wholesome social profile.
• Workers must focus more on upgrading their soft skills to remain relevant to their jobs.
• The gig economy will continue to grow more, so everyone should consider how to take advantage of it.
• Businesses and workers alike should be more open to alternative work setups like remote work even after the pandemic.
• The correct mindset, really, is to find ways on how to use technology to create jobs, not otherwise.

We hope that these career trends offer you some great, workable insights for improving your current career direction.

In case you’re an employer seeking to further improve your employee management practices, it’s best to use robust solutions for HR processes. This will help ensure you’re on top of your employees’ productivity and their future growth.

Key Insights

• Technological Proficiency Required Across Jobs: Digital skills are increasingly essential for a broad range of jobs, from entry-level positions to executive roles. There is also a high demand for skills in cloud computing, AI, data analytics, and UX design, as businesses pivot to digital platforms. Employers prioritize skills over formal education, focusing on capabilities that match job requirements.

• Rising Unemployment Rates Post-Pandemic: The unemployment rate peaked during the pandemic and remains above pre-pandemic levels. Job openings are still plentiful, especially in trade, transport, utilities, and healthcare sectors, indicating a skills mismatch.
• Mismatch in Jobs, Skills, and Locations: There is a persistent gap between available jobs and the skills of job seekers, exacerbated by outdated educational systems. Structural mismatches, including geographical disparities, affect economic growth and productivity.
• High Potential for Job Automation: While full automation is limited, many job tasks have significant automation potential, affecting job roles and required skills. Businesses need to balance technical feasibility, deployment costs, and labor dynamics before automating.
• Impact of Social Media on Hiring: Employers use social media for candidate screening and employee monitoring, emphasizing the importance of maintaining a professional online presence.
• Increased Importance of Soft Skills: Soft skills like creativity, problem-solving, and communication are gaining precedence over hard skills. As automation advances, the demand for uniquely human skills that machines can’t replicate increases.
• Growth of the Gig Economy: Digital platforms and the rise of remote work are driving the expansion of independent and gig work. Many workers choose gig work for its flexibility and independence, while employers benefit from reduced overhead costs.
• Technology Creating New Job Opportunities: Despite fears of job loss due to automation, technology is generating new roles and income possibilities in emerging fields. Industries like data science, IT systems management, and app development are expanding rapidly.
• Retirement of Baby Boomers: COVID-19 accelerated the retirement of Baby Boomers, increasing opportunities for younger workers. Businesses need to adapt to the evolving job landscape, which favors digital and technological expertise.

FAQ

1. What is driving the increased demand for technology skills in the job market? The proliferation of digital tools and platforms across industries, accelerated by the COVID-19 pandemic, is driving the demand for technology skills. Employers require workers who can use these tools efficiently to adapt to changing work environments.
2. How has the pandemic affected unemployment rates and job availability? The pandemic caused a significant spike in unemployment rates, which peaked in April 2020. Although the rates have since decreased, they remain higher than pre-pandemic levels. Job openings continue to be high, especially in essential sectors, indicating a mismatch between available jobs and qualified candidates.
3. What are the main factors contributing to job and skills mismatches? The primary factors include outdated educational systems that do not align with industry needs, rapid technological advancements, new work organization forms, and demographic changes. These contribute to a gap between the skills workers possess and those required by employers.
4. What jobs have the highest potential for automation? Jobs involving predictable physical work, data processing, and data collection have the highest automation potential. However, tasks requiring creativity, expertise application, and stakeholder interaction are less likely to be automated.
5. How does social media influence hiring decisions? Employers use social media to screen job candidates and monitor current employees. They look for professionalism, cultural fit, and any red flags that might indicate a poor hire. Maintaining a clean and professional online presence is crucial for job seekers.
6. Why are soft skills becoming more important in the job market? As automation and AI take over routine tasks, soft skills like creativity, problem-solving, and communication become critical. These skills enable workers to adapt to new challenges, collaborate effectively, and bring innovative solutions, which are areas where machines fall short.
7. What is the gig economy, and why is it growing? The gig economy consists of independent work facilitated by digital platforms. It is growing due to the flexibility it offers workers and the cost savings it provides employers. The pandemic further accelerated this trend by necessitating remote work and alternative work arrangements.
8. How is technology creating new job opportunities? Technology is generating new jobs in fields like data science, IT management, and app development. These roles did not exist or were minimal before the digital revolution, highlighting technology’s potential to create new career paths.
9. What impact does the retirement of Baby Boomers have on the job market? The retirement of Baby Boomers opens up job opportunities for younger workers, particularly in leadership roles. It also necessitates a shift towards skills and expertise relevant to the modern digital economy, which younger generations are more likely to possess.
10. How can businesses and employees prepare for the future of work? Businesses should invest in digital tools, offer skills training, and create flexible work environments. Employees should focus on acquiring digital and soft skills, staying adaptable, and maintaining a professional online presence to remain competitive in the evolving job market.

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By Nestor Gilbert

Nestor Gilbert is a senior B2B and SaaS analyst and a core contributor at FinancesOnline for over 5 years. With his experience in software development and extensive knowledge of SaaS management, he writes mostly about emerging B2B technologies and their impact on the current business landscape. However, he also provides in-depth reviews on a wide range of software solutions to help businesses find suitable options for them. Through his work, he aims to help companies develop a more tech-forward approach to their operations and overcome their SaaS-related challenges.